• Journal of Korean Society of Industrial and Systems Engineering
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• v.25 no.1
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• pp.85-92
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• 2002

This study investigated the multidimensionality of the pay satisfaction. A series of tests supported multidimensionality of the pay satisfaction. The items from the Pay Satisfaction Questionare(PSQ) loaded on their hypothesized dimensions and the dimensions were empirically distinct. These results supported the 4 dimensions suggested by H.G. Heneman and D.P. Schwab(1985). In this study we suggested favorable conclusions about the ability of the PSQ to measure pay satisfaction and the results are discussed in light of additional tests that may further substantiate the validity of the PSQ.

• Journal of Preventive Medicine and Public Health
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• v.39 no.4
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• pp.331-338
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• 2006

Objectives: The goal of this study is to measure women's willingness to pay for cancer screening and to identify those factors associated with this willingness to pay. Methods: A population-based telephone survey was performed on 1,562 women (aged 30 years or over) for 2 weeks (9-23th, July, 2004). Data about sociodemographic characteristics, health behaviors, the intention of the cancer screenings and willingness to pay for cancer screening were collected. 1,400 respondents were included in the analysis. The women's willingness to pay for cancer screening and the factors associated with this willingness to pay were evaluated. Results: The results show that 76% of all respondents have a willingness to pay for cancer screening. Among those who are willing to pay, the average and median amount of money for which the respondents are willing to pay are 126,636 (s.d.: 58,414) and 120,000 won, respectively. As the status of education & the income are higher, the average amount that women are willing to pay becomes much more. The amount of money women are willing to pay is the highest during the 'contemplation' stage. Being willing to payor not is associated with a change of behavior (transtheoretical model), the income, the concern about the cancer risk, the family cancer history, the marital status, the general health exam, age and the place of residence. Income is associated with a greater willingness to pay. Old age was associated with a lower willingness to pay. Conclusions: According to the two-part model, income and TTM are the most important variables associated with the willingness to pay for cancer screening. The cancer screening participation rate is low compared with the willingness to pay for cancer screening. It is thought that we have to consider the participants' behavior that's associated with cancer screening and their willingness to pay in order to organize and manage cancer screening program.

• Journal of Digital Convergence
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• v.15 no.4
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• pp.43-51
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• 2017

The purpose of this study is to find influencing factors of the pay satisfaction of the social workers in the private sector and to suggest improvement plan. Therefore, we analyzed the overall condition of social workers' pay level and the factors affecting pay satisfaction. The main results are as follows. First, social workers had many female, advanced, disciplined, regular workers and were dissatisfied with the pay. Second, female, lower age, lower education level, higher level of pay, non - regular workers had higher pay satisfaction. Third, the main factors influencing pay satisfaction were the level of pay and welfare factors. Finally, we suggested practical and policy implications that reflect the factors of pay satisfaction of social workers.

• The Journal of Asian Finance, Economics and Business
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• v.6 no.3
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• pp.91-101
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• 2019

This paper finds some stylized facts about executive pay in South Korea. Using aggregate data of the listed companies since 2002, we find that 1) the director's remuneration has risen faster than the employee compensation, thus, the pay ratio of executive and employee has escalated from 3.0 to 4.5; 2) the executive compensation for large business group fluctuates more widely than that for small and medium enterprises does, hence the pay ratio for large firms changes widely too; 3) the median pay ratio has not grown monotonically but it rather rises to remain still around year 2011, which is accounted for mostly by small and medium enterprises. New information on executive compensation by compulsory disclosure starting from 2013 made further analysis of CEO compensation attainable. Based on the conventional regression analysis for 2013-2017, we find that 1) the elasticity of CEO pay with respect to firm value is about 0.18; 2) the volatility of stock return is negatively related to CEO pay; 3) contemporaneous stock return is positively associated with the pay; 4) there is insufficient evidence that large business groups pay their CEOs more than small and medium enterprises do. These results are robust under various model specifications.

• Asia-Pacific Journal of Business
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• v.9 no.4
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• pp.49-65
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• 2018

This paper illustrates the competition between the mobile pay and credit card systems by utilizing the theory of two-sided markets. Two firms, as platforms, maximize the profit collecting fees from consumers on one side and from retailers on the other side. Consumers pay to buy goods and services with mobile pay, credit card, or cash. The basic model is one that each platform maximizes its profit. We show that the fees for credit card holders and retailers are higher than the respective costs. The fee for retailers of the mobile payment is higher than its cost, while the buyer's fee may be higher or lower than its cost. Applied model is the one that employs the delegation game model. The total profit of the mobile pay system is composed of its profit and the weighted demand for the mobile pay. It is shown that buyers' fee under the applied model is lower than that under the basic model, resulting in an increase of the demand for the mobile pay. The fee for the retailers rises, albeit the sum of fees for the buyers and retailers falls. The profit for the mobile pay system is increased, while that for the credit card company stays the same.

• Journal of Korean Academy of Nursing Administration
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• v.5 no.1
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• pp.137-148
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• 1999

The study was attempted to survey the pay and job satisfaction of clinical nurses in some hospitals. The period was Jan 6th through Jan 27th. 1997 and the subjects were 277 nurses working in 5 hospitals in Pusan city. This study was based on questionnaires which focused on the pay and job satis faction of the nurses. The following instruments were used for collecting the data: PSQ. JDI and MSQ on the scale of 1 being lowest to 5 being highest satisfaction. The analysis of collected data was executed by using SPSS/PC+. The results were as follows: 1. The main age level was 26-30 and the portion was 44.4%. The Mean of the monyhly pay was 930 ${\pm}$130 thousand won. 2. The average point of pay satisfaction was 2.17${\pm}$.61. 3. The average point of job satisfaction was 2.87 ${\pm}$.66. 4. The factors which affect the pay satisfaction were 'the size of hospital'. 'the joining of labor unions' and 'the amount of pay' . 5. The factors which affect the job satisfaction were 'the size of hospital'. 'the job rank' and 'the amount of In conclusion, nurses are not satisfied with their job and pay levels because of the size of the hospital and the amount of pay, In order to solve the problem of turnover. medium-sized hospitals need to standardize and modify the levels of pay, the structure and the system according to standards well established by large-sized hospitals.

• Journal of the Korea Society of Computer and Information
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• v.20 no.7
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• pp.85-90
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• 2015

This study surveyed 152 publicly traded companies to investigate group-performance based pay practices and its impacts on labor productivity. Compared a benchmark survey from Department of Labor, those companies show higher introduction rates, especially in small-to-medium sized companies. They also tend to pay profit-sharing bonus more in the form of company stocks and differentiate individual bonuses more by department performance than individual performance. The impact of group-performance based pay on labor productivity is positive and statistically significant. Economic value added per person in those companies adopting group-performance based pay tends to be higher and increases with the coverage of employees under the pay plan. It also reveals that the years after the play adoption are negatively associated with labor productivity.

• Journal of KIISE:Information Networking
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• v.27 no.3
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• pp.288-300
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• 2000

본 논문에서는 효율성, 안전성 및 이중사용방지 요구 조건을 만족하면서 동시에 시스템 사용과정에서 생길 수 있는 여러 분쟁 유형에 대해서 효과적으로 대처할 수 있는 초소액 지불시스템을 제안한다. 이를 위하여 기존의 시스템들이 효율성 향상을 위해 많이 사용해 온 S/KEY 방식의 해쉬 체인을 변형한 이중 해쉬체인 구조를 제안한다. 제안 시스템인 mPay-1, mPay-2는 이 구조를 기반으로 하였으며 안전성 및 분쟁해결성 측면에서 좋은 결과를 보인다. mPay-1은 기존의 시스템과 동일한 효율성을 갖으나 보다 안전하다. mPay-1의 확장형인 mPay-2는 추가적으로 여러 분쟁 유형들에 대해 효과적으로 대처할 수 있다.

• International Journal of Highway Engineering
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• v.11 no.4
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• pp.133-142
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• 2009

This research is performed to estimate quality of trial pavement for construction and analyze effect of fatigue life by using the pay factor. Specially, asphalt content which is difficult to control the pavement quality, is selected by pay adjustment standard factors and pay factor is calculated by asphalt content. This research is also analyzed to present relation of fatigue life according to asphalt content, to evaluate quality of the road pavement by calculating pay factor of sampling trial field mixture 2 times. This research confirms that it is different quality of road pavement according to pay factor changes. To analyze the fatigue life of pavement by using asphalt mixture for trial field. As a result, it is conformed that high pay factor could be high fatigue life of trial field. This means that pay factor using probability theory reflects road pavement fatigue life. Also, this study is included that beam fatigue test manufacturing specimen such as mixing type of plant which purvey asphalt mixture to trial field, compared with fatigue life of trial field. As a result, the fatigue life of specimen that is manufactured by mix type is higher than trial field specimen. This means that performance of road pavement can be reduced by gradation or other effects. Therefore, to exactly evaluate the quality of road pavement, pay factor should be calculated appling various pay adjustment standard factors such as gradation, air-void in U.S. states which is adopted pay adjustment.

• Journal of Environmental Science International
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• v.20 no.3
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• pp.395-404
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• 2011

Weather forecasting is one of the key elements to improve health through the prevention and mitigation of health problems. Health forecasting is a potential resource creating enormous added value as it is effectively used for people. The purpose of this study is to estimate 'Willingness to Pay' for health forecasting. This survey was carried out to derive willingness to pay from 400 people who lived in Busan and Kyungnam Province and over 30 years of age during the period of July 1-31, 2009. The results showed that a 47.50% of people had intention to willingness to pay for health forecasting, and the pay was 7,184.21 won per year. Willing to pay goes higher depending on 'tax burden as to benefit of weather forecasting', 'importance of the weather forecasting in the aspect of health', 'satisfaction to the weather forecasting', and 'frequency of health weather index check'. This study followed the suggestion of the Korea Meteorological Administration generally and the values derived through surveys could be reliable. It can be concluded that a number of citizens who are willing to pay for health forecasting are high enough to meet the costs needed to provide health forecasting.